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AOE 1: Instructional Design (Weighted 16% of the exam)
Designing, creating, and developing informal and formal learning solutions to meet organizational needs; analyzing and selecting the most appropriate strategy, methodologies, and technologies to maximize the learning experience and impact.
AOE1-K1. Business Strategy, Drivers, or Needs
AOE1-K2. Needs Assessment Approaches
AOE1-K3. Research Methods
AOE1-K4. Content Knowledge or Techniques to Elicit Content From Subject Matter Experts (SMEs)
AOE1-K5. Learning Theories
AOE1-K6. Instructional Design Theory and Process
AOE1-K7. Various Instructional Methods
AOE1-K8. Various Delivery Options and Media
AOE1-K9. Existing and Emerging Learning Technologies and Support Systems
AOE1-K10. Individual Learning Modalities
AOE1-K11. Individual, Group, and Organizational Differences That Influence Learning and Motivation
AOE1-K12. Assessment Methods and Formats
AOE1-K13. Legal and Ethical Issues Related to Instructional Design

AOE 2: Training Delivery (Weighted 16% of the exam)
Delivering informal and formal learning solutions in a manner that both engages the learner and produces desired outcomes; managing and responding to learner needs; ensuring that learning is made available in effective platforms and delivered in a timely and effective manner.
AOE2-K1. Learning Theories
AOE2-K2. Various Instructional Methods
AOE2-K3. Ways to Facilitate Informal Learning and Build Learning Communities
AOE2-K4. Various Delivery Options and Media
AOE2-K5. Existing and Emerging Learning Technologies and Support Systems
AOE2-K6. Facilitation and Presentation Techniques and Tools
AOE2-K7. Individual Learning Modalities
AOE2-K8. Organizational or Cultural Differences in Learning Preferences, Communication, and Classroom Behavior
AOE2-K9. Own Personal Learning Preferences
AOE2-K10. Familiarity with Content Being Taught and How Solutions Address Needs
AOE2-K11. Legal and Ethical Issues Related to Training Delivery

AOE 3: Performance Improvement (Weighted 16% of the exam)
Applying a systematic process of discovering and analyzing human performance gaps; planning for future improvements in human performance; designing and developing solutions to close performance gaps; partnering with the customer when identifying the opportunity and the solution; implementing the solution; monitoring the change; evaluating the results.
AOE3-K1. Performance Improvement Processes
AOE3-K2. Systems Thinking and Theory
AOE3-K3. Performance Analysis
AOE3-K4. Approaches for Selecting Performance Improvement Solutions
AOE3-K5. Change Management Theory
AOE3-K6. Facilitation Methods
AOE3-K7. Project Management Tools and Techniques
AOE3-K8. Communication Techniques and Tools
AOE3-K9. Group Dynamics Process
AOE3-K10. How to Evaluate the Performance Improvement Solution

AOE 4: Evaluating Learning Impact (Weighted 12% of the exam)
Gathering, organizing, and analyzing information regarding the impact of learning solutions against key business drivers; presenting the information in a way that is meaningful to the organization; using learning metrics and analytics to inform organizational decision making.
AOE4-K1. Statistical Theory and Methods
AOE4-K2. Research Design
AOE4-K3. Analysis Methods
AOE4-K4. Learning Analytics
AOE4-K5. Interpretation and Reporting of Data
AOE4-K6. Theories and Types of Evaluation at the Program, System, or Organizational Level

AOE 5: Managing Learning Programs (Weighted 10% of the exam)
Providing leadership to execute the organization’s strategy; planning, monitoring, and adjusting learning and development projects or activities.
Strategic Knowledge Areas
AOE5-K1. Organization’s Business Model, Drivers, and Competitive Position in the Industry
AOE5-K2. Existing and Emerging Learning Technologies and Support Systems
AOE5-K3. Learning Information Systems
AOE5-K4. Marketplace Resources
AOE5-K5. Principles of Management and Leadership
AOE5-K6. Human Resource Systems and How They Integrate
AOE5-K7. External Systems That Can Affect Organizational Performance
AOE5-K8. Legal, Regulatory, and Ethical Requirements Relevant to Managing Learning Programs

Tactical Knowledge Areas3
AOE5-K9. Learning and Development Projects and Programs Being Administered in the Organization
AOE5-K10. Budgeting, Accounting, and Financial Management
AOE5-K11. Project Planning and Management Tools and Processes
AOE5-K12. Communication Techniques and Tools

AOE 6: Coaching4 (Weighted 7% of the exam)
Using an interactive process to help individuals develop rapidly and produce results; improving others’ ability to set goals, take action, make better decisions, and make full use of their natural strengths.
AOE6-K1. Core Coaching Competencies
AOE6-K2. Ethical Guidelines and Standards of Conduct Related to Coaching

AOE 7: Integrated Talent Management5 (Weighted 9% of the exam)
Building an organization’s culture, engagement, capability, and capacity through the implementation and integration of talent acquisition, employee development, retention, and deployment processes; ensuring that these processes are aligned to organizational goals.
AOE7-K1. Key Components of Talent Management Systems
AOE7-K2. Workforce Planning and Talent Acquisition Approaches
AOE7-K3. Career Development Theories and Approaches
AOE7-K4. Individual and Organizational Assessment Tools
AOE7-K5. Talent Management Analytics
AOE7-K6. New and Emerging Talent Management Software Solutions
AOE7-K7. Approaches to Maximize Workplace Diversity
AOE7-K8. Legal and Ethical Issues Related to Integrated Talent Management

AOE 8: Change Management (Weighted 8% of the exam)
Applying structured approaches to shift individuals, teams, and organizations from a current state to a desired state.
AOE8-K1. Systems Thinking and Open Systems Theory
AOE8-K2. Chaos and Complexity Theory
AOE8-K3. Action Research Theory
AOE8-K4. Appreciative Inquiry Theory
AOE8-K5. Organizational Systems and Culture
AOE8-K6. Change Theory and Change Models
AOE8-K7. Process Thinking and Design
AOE8-K8. Communication Techniques and Tools
AOE8-K9. Engagement Practices to Build Critical Mass
AOE8-K10. Diversity and Inclusion
AOE8-K12. Mindset and Mental Models and Their Influence on Behavior and Performance

AOE 9: Knowledge Management (Weighted 6% of the exam)
Capturing, distributing, and archiving intellectual capital in a way that encourages knowledge-sharing and collaboration in the organization.
AOE9-K1. Knowledge Management Concepts, Philosophy, and Theory
AOE9-K2. Knowledge Management Best Practices
AOE9-K3. Knowledge Mapping Techniques
AOE9-K4. Existing and Emerging Technologies That Enable Informal Learning and Knowledge-Sharing AOE9-K5. Social Learning Techniques and Technologies
AOE9-K6. Primary Business Processes That Support Knowledge Exchange
AOE9-K7. Business Process Analysis as It Applies to Knowledge Management
AOE9-K8. Systems Analysis and Design

AOE 10: Learning Technologies
Key Knowledge Areas (Examples)
Successful performance requires knowledge of:

1.Instructional Design (K8): Various delivery options and media (e.g., mobile, online, classroom, multimedia).
2.Instructional Design (K9): Existing and emerging learning technologies and support systems (e.g., collaborative learning software, learning management systems, authoring tools, social media).
3.Training Delivery (K4): Various delivery options and media (e.g., mobile, online, classroom, multimedia).
4.Training Delivery (K5): Existing and emerging learning technologies and support systems (e.g., collaborative learning software, learning management systems, social media).
5.Managing Learning Programs (K2): Existing and emerging learning technologies and support systems (e.g., collaborative learning software, learning management systems, authoring tools, social media).
6.Integrated Talent Management (K6): New and emerging talent management software solutions.
7.Knowledge Management (K4): Existing and emerging technologies that enable informal learning and knowledge-sharing (e.g., online collaborative workspaces, mobile technologies).
8.Knowledge Management (K5): Social learning techniques and technologies.